Is Employee Disengagement Costing Your Company?

Bloomfire Admin
2 mins
worker looking bored is sign of employee disengagement

Would you be surprised to learn that employee disengagement is costing the United States $370 billion annually due to productivity loss? It’s crazy to think that employees who hate their jobs are actually costing the US money. On a positive note, employees who love their jobs and who are highly engaged help save their company 5 percent in their respective departments. Bottom line, wake up your disengaged employees and figure out what lights their fire.

5 Strategies to Combat Employee Disengagement

Show Your Appreciation

It’s about more than just money. Give your employees recognition for their accomplishments. Let them know they are doing a good job and shout it to the rooftop. Studies show, “69 percent of employees would work harder if they were better recognized for their performance and achievements.” Next time your employee does something phenomenal, give them a standing ovation, or a shout out through your company’s knowledge sharing platform.

Don’t Be a Robot

Build a meaningful relationship with your employees. Let them know you are a real person and not just their boss. Tell them about your weekend, kids, hobbies, or even invite them to happy hour. People who voluntarily leave their jobs are more than likely “not quitting the company, they’re quitting their boss”. Don’t be ‘that’ boss.

Take Learning Outside of the Classroom

Encourage informal learning to occur more often. That’s how 80 percent of workplace learning happens, after all. Rather then torturous formal training sessions with long Powerpoint presentations and ‘exciting’ guest speakers, let employees learn from one another on the job. Not only will this active learning help them retain information better than they would if they were sitting through a lecture, it will also help them build connections with their coworkers and feel more involved in the workplace.

Help Employees Build Their Careers

Nobody wants to feel like they’re stuck in a rut at work. Your department leaders should meet with their team members on a regular basis to make sure everyone feels like they’re getting a fair opportunity to grow in their career. Let employees attend workshops or training sessions that will help them develop the skills they need to succeed in their job. And if there are opportunities for advancement at the company, make it clear what steps their team members can take to position themselves for a promotion.

Let Employees Share Their Thoughts

People want to feel like they’re heard at work, no matter what department they work in. Provide a forum for employees to share their thoughts so they feel like they’re contributing to the ‘big picture’ of the company. For example, if you hold weekly meetings, you could leave time at the end for employees to jump in and share information that they feel is important to their co-workers. You could also encourage employees to share comments or ask questions in a knowledge sharing platform like Bloomfire.

Create a Culture of Engagement

Employee engagement derives from the culture the company creates. If the company creates a stifling environment, then they shouldn’t be surprised when employee disengagement becomes a problem. Create a culture that gives your employees an opportunity to build meaningful relationships with their boss and co-workers, make constant recognition a part of everyday life, and allow them to learn informally.

July 8, 2013

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